Models of Organisational Behavior
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This document discusses models of organizational behavior. It begins by explaining that a firm's top management model tends to extend throughout the organization. It then defines organizational behavior as the scientific study of how people interact in groups, with the goal of creating more efficient businesses. The document goes on to describe 5 models: the autocratic model which depends on authority; the custodial model which depends on economic resources; the collegial model which depends on partnership; the supportive model which depends on leadership; and the system model in which managers demonstrate caring to help employees feel ownership over the organization. Examples are provided for each model.
Models of Organisational Behavior
- 1. Presented To: Presented By : Pranshuman Parashar Apoorva Gupta Asst. Prof Prachi Gupta Juhi Gaur Ojas Maheshwari
- 2. CONTENTS Introduction What is Organizational Behavior? Autocratic Model Custodial Model Collegial Model Supportive Model System Model Conclusion
- 3. Introduction Top management’s models are particularly important to identify, for the underlying model that exists within a firm’s chief executive officer tends extend throughout that firm. For this reason, models of organizational behavior are highly significant
- 4. WHAT IS ORGANISTIONAL BEHAVIOUR? Organizational behavior (OB) is the study of the way people interact within groups. Normally this study is applied in an attempt to create more efficient business organizations. The central idea of the study of organizational behavior is that a scientific approach can be applied to the management of workers.
- 5. AUTOCRATIC MODEL Depends on power Managerial orientation is authority. Employee orientation is obedience. Employee psychological result depends on boss. Employee needs met is subsistence. Performance result is minimum.
- 6. EXAMPLE OF AUTOCRATIC MODEL Defense team, because here officer hold power and authority to obey them and thus soldiers are obedient to execute officer’s order.
- 7. CUSTODIAL MODEL Depends on economical resource Managerial orientation is money Employee orientation is security and benefit Employee psychological result depends on organization Employee needs met is security Performance result is passive cooperation
- 8. EXAMPLE OF CUSTODIAL MODEL Garments factory, because here it is based on economical resource. Here labors execute their job for security and benefit, again here if an organization do well then employee get better benefit
- 9. COLLEGIAL MODEL Depends on partnership Managerial orientation is teamwork Employee orientation is responsible behavior Employee psychological result is self discipline Employee needs met is self actualization Performance result is moderate enthusiasm
- 10. EXAMPLE OF COLLEGIAL MODEL Social organization such as willingly blood donation organization BADHON, because here every one work as teamwork and each member takes responsibilities for organizational goal.
- 11. SUPPORTIVE MODEL Depends on leadership Managerial orientation is support Employee orientation is job and performance Employee psychological result is participation Employee needs met is status and recognition Performance result is awakened drives
- 12. EXAMPLE OF SUPPORTIVE MODEL Software firm, because here leaders support there employee to perform their tasks or their project.
- 13. SYSTEM MODEL Employees want more than just a paycheck and job security. Managers must demonstrate a sense of caring and compassion Managers focus their attention on helping employees develop feelings of hope, optimism, self-confidence. Employees experience a sense of psychological ownership for the organization and its products or services. The System model can engender employees’ passion and commitment to organizational goals.
- 15. Thank You !!